Supervisor Foundations · Lesson 6.4
DO NOT REWARD THE LOUDEST PERSON
Some employees are more confident, emotional or persuasive than others.
They may:
- speak first
- speak loudly
- complain repeatedly
- threaten to resign
- bring other employees into the issue
- demand immediate action
A quieter employee may appear less convincing simply because they communicate differently.
Supervisors should not confuse:
volume
with
evidence.
Poor
“She is more upset, so she must be right.”
Better
“I understand that you are frustrated. I still need to review what happened before making a decision.”
WORKPLACE EXAMPLES
EXAMPLE 1
An angry employee demands another worker be removed from the shift.
BETTER RESPONSE
EXAMPLE 2
A quiet employee provides records showing that work was completed properly.
The evidence matters even if the employee is less expressive.
EXAMPLE 3
A customer shouts loudly about an employee.
BETTER RESPONSE
EXAMPLE 4
An employee repeatedly says:
“If you don’t agree with me, I will resign.”
The threat should not automatically determine the supervisor’s decision.
Remember
Strong emotion deserves to be heard.
It does not automatically determine the facts.
Workplace action
Ask: Am I responding to evidence—or pressure?
Quick Check
Which response is best when one employee is much louder than the other?